1. STATISTICAL OVERVIEW

2. DEVELOPMENT PROGRAMS AT SEC

3. COMMON EXECUSES (by Various Stakeholders)

4. RECOMMENDATIONS

OUTLINE

SEC At a Glance

Number of employees 28,895 (82.3% Saudis)

Generation 28.37 GW

Total energy sold, 2005 153,284 GW

Total number of customers, 2005 4,727,371

Operational Budget, 2006 17,257 MSR

Capital Budget, 2006 13,554 MSR

Annual total labor cost 4,433 MSR

Total Circuit Km, Dec. 2005 Transmission Distribution 35,144 km 155,001 km

Number of EngineersPer 100,000 Population

3471068

452 2551000369

80

2800

5300

3800

130

67

113

0

1000

2000

3000

4000

5000

6000

SaudiArabia

UAE Kuwait Bahrain Jordan Egypt Moroco England Germany

2005

2005 1997 1997 2005 1997 2005 1997 1997

Source: Professional Development Project for Engineers In Saudi Arabia, KACST

Expats Nationals All

SEC EMPLOYEES

TOTAL COMPANY WORKFORCE: 28,895

OtherEmployees

22,02576%

Engineers285510%

Other University Graduates

401514%

ENGINEERS AT SEC

Total Number of Engineers (2855)

Saudi Engineers181063%

Non-SaudiEngineers

104537%

Engineers By Major

Electrical (1651)

Mechanical (591)

Chemical (41)

Civil (81)

Communications (74)

Electronics (53)

Computer (169)

Others (26)

Systems (62)

Industrial (107)

Total Number of Engineers (2855)

Master’s and Doctorate Degrees

TOTAL MASTER’S AND DOCTORATE DEGREES (104)

Electrical

(47)

Master’s Degree Holders

Mechanical (25)

Chemical (3)

Civil (6)

Industrial (3)

Electronics (3),

Comm. (1) & Computer (3)

Doctorate Degree Holders

Electrical (10)

Industrial Engineer (1)

Mechanical (2)

ENGINEERS BY RESPONSIBILITY

Other Engineers2566

Vice Presidents15

Dept. Managers60

Div. Managers214

DIVISION MANAGERS

Engineers21439%

Non-Engineers33761%

DEPARTMENT MANAGERS

Engineers60

38%Non-Engineers99

62%

VICE PRESIDENTS AND ABOVE

Engineers15

41%Non-Engineers22

59%

1- PROFESSIONAL DEVELOPMENT PROGRAM (PDP)

A TWO-YEAR LONG INTEGRATED SET OF DEVELOPMENT ASSIGNMENTS AND TRAINING COURSES DESGINED FOR THE NEWLY HIRED UNIVIERSITY GRADUATES

2- CAREER DEVELOPMENT PROGRAM (CDP)

A SET OF JOB RELEVANT TRAINING OPPORTUNITIES TO BE OFFERED IN-HOUSE OR BY EXTERANAL PROVIDERS IN ORDER TO IMPROVE EMPLOYEES’ JOB COMPETENCE AND PREPARE THEM FOR CURRENT AND FUTURE TARGET JOBS.

A MANAGERIAL AND LEADERSHIP PROGRAM TO PROVIDE DEVELOPMENT OPPORTUNITIES FOR POTENTIAL SAUDI MANAGERS (DIVISION HEADS AND ABOVE)

3- MANAGEMENT DEVELOPMENT PROGRAM (MDP)

DEVELOPMENT PROGRAMS AT SEC

PROGRAM GOALS:

TRAIN NEW COLLEGE GRADUATES FOR DESIGNATED JOB ENTRY LEVELS.

IDENTIFY THE GRADUATES’ CABABILITIES AND PLAN A RELEVANT CAREER PATH FOR EACH

SUPPORT THE COMPANY’S STRATEGIC GOAL OF SAUDIZATION

PROVIDE A GENERAL ORINTATION OF THE COMPANY’S MAIN BUSINESS LINE & ACTIVITIES

HELP TO PLAN AND ORGANIZE THE COMPANY’S MAIN WORK FORCE.

TIME DURATION: 2 YEARS

1- PROFESSIONAL DEVELOPMENTPROGRAM (PDP)

PDP GRADUATES DIRECT HIRES FROM UNIVIERSITY GRADUATES

(MASTER’S DEGREE) SECTION & UNIT HEADS DIVISION MANAGERS AND ABOVE

NO TIME LIMIT TIME DURATION:

CDP PARTICEPANTS:

2- CAREER DEVELOPMENTPROGRAM (CDP)

INCUMBMENTS OF MANAGERIAL POSITION CANDIDATES OF MANAGERIAL POSITION

NO TIME LIMIT TIME DURATION:

MDP PARTICEPANTS:

3- MANAGEMNT DEVELOPMENTPROGRAM (MDP)

CAREER PATH & DEVELOPMENTFOR NEW HIRED ENGINEERS

Newly Hired

Engineer

PDPPDP24 Months24 Months

Replacement Tables Replacement Tables

Followed By One Year Mentored Job Training

MDPManagement Development

Program

Managerial CareerPath

Supervisory CareerPath

Professional & Technical

CareerPath

CDPCareer

Development Program

........مهندس مهندس

أأمهندس مهندس

ببEngineer CEngineer C

Yearly Updating

Program of Highly Potential Employees:

Focuses on distinct employees holding Graduate degree or hold a position of

first line supervision

Program of Highly Potential Employees:

Focuses on distinct employees holding Graduate degree or hold a position of

first line supervision

Engineer A

Engineer B

saudi pdp college employment history:2000 - 2005

0

100

200

300

400

Non-Engineers 120 93 53 41 62 99

Engineers 207 211 191 196 226 237

YEAR 2000

YEAR 2001

YEAR 2002

YEAR 2003

YEAR 2004

YEAR 2005

WHAT DOES IT TAKETO PRODUCE HIGH QUALITYENGINEERING GRADUATES ?

Common Excuses(by various stakeholders)

• Market requirements unclear– Numbers– Specialties– Regions

• Pay scale for professors too low• Quality of high school graduates

– Apathy / indifferent– Low skills in the following disciplines:

- Reading - English - Writing - Math- Thinking

• Limited resources at university – Labs– Equipment– Facilities– Instructors– Teaching aids

• Too much emphasis on research at expense of teaching• Apathy / indifference of employers in

– Providing feedback– In employing Saudis

/Cont’dCommon Excuses

(by various stakeholders)

• Lack of comprehensive strategy– At Ministry of Higher Education level– At Ministry of Education– At other Ministries . . .

• Professors indifferent to needs of students • Professors not good instructors• Curriculum lagging technology in marketplace• Irrelevant material in programs,

and more . . . .

/Cont’dCommon Excuses

(by various stakeholders)

Most of these excuses have some truth in them . . .

BUT

Substantial achievements can still be made

/Cont’dCommon Excuses

(by various stakeholders)

ANALYTICAL /THINKING SKILLS

PROBLEM FORMULATION /SOLUTION SKILLS

SELF LEARNING SKILLS

CREATIVITY

ENGLISH LANGUAGE

COMMUNICATION SKILLS

TEAM WORK

EXPOSURE TO ECONOMICS /COST

Desirable Qualities in Graduates

Accept students who have what it takes

Develop appropriate Admission Tests

Generate interest in the youth:

- Open houses / road shows

- Support hobby clubs

- Exciting summer activities

- Permanent exhibitions

Analyze attrition and grade distribution & feedback to acceptance criteria.

Recommendations

Build bridges to industry

Hire business developers focused on sectors

Run relevant short courses

Focus graduation projects and master's thesis on industry problems

Invite visiting instructors from industry

Implement Job rotation programs

Partner with leading international universities

Visiting professors (both ways)

Student exchange

Collaboration on curricula

Recommendations /Cont’d

Aim for excellence in teaching

Train all instructors

Reward Excelling instructors

Bigger weighting for tenure

University must consider quality of graduates as PRIMARY MISSION

Recommendations /Cont’d

Email: SECEO@se.com.sa

Copies of these slides can be

found on:

http://www.kfupm.edu/sef2006

THANK YOU